In our most recent Question of the Week, we asked you to identify your #1 employment law headache. Your top answer? Medical leave.

We’re here to help. Last week, we updated you here on all the recent FMLA changes. Now, here’s a handy summary of recent changes to the ADA via the ADA Amendments Act (ADAAA):

What is the ADAAA?

The ADAAA overturned several U.S. Supreme Court decisions that the bill’s sponsors felt too narrowly interpreted the ADA. The Act was the result of a bipartisan effort that included various prominent business groups, including the National Association of Manufacturers (NAM) and U.S. Chamber of Commerce.

What Did the ADAAA Change?

Here are the highlights:

  • Mitigating measures. One of the biggest changes was the rejection of Supreme Court cases requiring “mitigating measures” to be taken into account in determining whether an individual has a disability.  Under the ADAAA, technology, equipment, devices and other similar aids would no longer be part of the equation.  Notable exceptions:  glasses and contact lenses could still be considered.
  • Remission.  A condition that is in remission or episodic qualifies as a disability if it would substantially limit a major life activity when active.
  • “Substantially Limits” Loosened. The ADAAA loosened the definition of “substantially limits” by rejecting a Supreme Court ruling that the phrase should be considered a “demanding standard” and EEOC guidance that it should be defined as “significantly restricted.”
  • “Major Life Activities” Expanded. The ADAAA provides specific examples of “major life activities,” including “major bodily functions” such as “immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.”
  • “Regarded As” Narrowed. The ADAAA excludes from ”regarded as” claims minor/transitory conditions lasting six months or less.

Yikes. I’m Confused. Whom Should I Call?

When it comes to ADA issues (especially accommodations), your first call should always, always, always be to the Job Accommodation Network (JAN). JAN is a FREE service that helps employers address disability-related issues proactively and reasonably. Click here to visit JAN’s official site.